HOSPITAL NURSING DUTY ROSTER
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Dear Shiv,No such copy was given to her, and I think it was verbally communicated that a 2-year bond is compulsory for all nursing staff, stating that this is the hospital policy or establishment rule. They also mentioned that the staff who have completed 2 year...
Dear Amar,The case I understand is as follows:1\. Staff signed a contract for 2 years.2\. The contract ended.3\. No appointment letter was given.4\. The staff went on leave, and after resuming the job, the matron sacked her.This is a perfect case of harassment b...
At the time of joining, was it anywhere or anytime mentioned and accepted by her that there would be a 30-day notice period? If not, then they cannot force her to serve a 30-day notice period.Saurabh
I think a nurse is a worker and eligible for relief under the Industrial Disputes Act, 1947\. She may serve notice under Section 2(A) for the demand of salary, reinstatement, or wrongful termination.Regards,Anoop
Amazing!Everything is illegal as per labor laws.If such exploitation exists with educated nurses, can you imagine the exploitation of uneducated rural or migrant workers?As far as labor reforms go, we are still in the Middle Ages.
The conduct of the nurse matron here is simply unacceptable. By all means, the staff is still entitled to receive his/her rights. The situation of this staff is totally unfortunate. His/her rights to secure an appointment and even a job description on the very 3...
She had spoken with the Senior in management, but they just guided her to the next department. Nobody in the hospital has a proper explanation and is playing the game of passing the parcel.
Dear Amar, do not take this as a big issue. Simply say to her to give one month's notice; otherwise, she will receive a non-satisfactory certificate for her experience. If you go to the Labour Court, even if they provide a satisfactory judgment, management will ...
Dear Amar,I worked with Multisuper Speciality Hospitals for almost 10 years in HR. Please let me know whether she has a copy of the bond/agreement signed by her. I would be able to guide her further after receiving a reply.Regards,Shiv
In case there is no precedence or habit of firing employees without paying FNF, I can advise that it will be better to serve the notice period. During this period, she can have an opportunity to make the Matern understand her concerns and request the continuatio...